...RESEARCH DIGEST UNIVERSITY COUNSELING AND CAREER OFFICE An Annual Publication of UCCO Volume 1 Issue 2 Continuously Contributing to the Holistic Development of FEU Students This research digest is an informative tool of the University Counseling and Career Office with its major goal, to analyze and contribute novel ideas, towards the growing field of guidance and counseling. The main objective of which is to intensify the holistic welfare of the FEU students. Furthermore, this digest features the scholarly work of the adept and experienced team of the UCCO focusing on the counselor-based programs and action plans. With this, the team is delighted to share with you this annual digest as a response to the emerging needs and for the sustenance of the value of excellence of the Institution. POINTS OF INTEREST Page 2 UCCO’s SWOT Analysis, Nature of Counseling and Special Cases: Basis for a Comprehensive FEU-UCCO Guidance Program A Five Year Cross-Sectional Survey of FEU Institutional Exit Interviews An Evaluation on the Needs Assessment as Basis for Revision of ACE Modules College Adjustment Level of F r e s hm e n I nt e r na t i o na l Students Profile of FEU Students under the Selective Retention Policy Learning Style Profile of Freshmen Students of FEUMakati Psychological and Adjustment Problems Among Freshmen Architecture Students Results of the Module Evaluation on Leadership and Self-Empowerment Page 3 Page 4 Page 5 Page 6 Page 7 Page 8 Page 9 Warmest regards...
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...|Unit title |Resourcing Talent | |Level |3[1] | |Credit value |6 | |Unit code |3RTO | |Unit review date |Sept. 2011 | Purpose and aim of unit Organisational success depends on having the right skill mix. This unit provides an introduction to the resourcing and talent planning process. Studying this unit will enable learners to understand the factors that impact on an organisation’s resourcing and talent planning activities. They will learn about the relationship between recruitment and selection by identifying the key stages in each separate but related process. The benefits to the organisation of attracting and retaining a diverse workforce will be emphasised. They will be able to make a positive contribution to the recruitment and selection process by developing their knowledge and skills in defining and writing job descriptions, contributing to the job advertisement process, shortlisting, conducting...
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...HUMAN RESOURCE DEVELOPMENT PRACTICES: ENHANCING EMPLOYEES’ SATISFACTION ETHIOPIAN A CASE STUDY OF ETHIOPIAN ELECTRIC POWER CORPORATION A PROJECT SUBMITTED TO THE SCHOOL OF BUSINESS AND PUBIC ADMINSTRATION OF ADDIS ABABA UNIVERSITY IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF MASTER OF ART IN BUSINESS ADMINISTRATION By DESALEGN AMLAKU ADVISOR ATO TESHOME BEKELE ADDIS ABABA UNIVERSITY SCHOOL OF BUSINESS AND PUBLIC ADMINISTRATION MBAMBA-PROGRAM June 2010 ADDIS ABABA UNIVERSITY SCHOOL OF BUSINESS AND PUBLIC ADMINISTRATION MBAMBA-PROGRAM TO A PROJECT SUBMITTED TO THE SCHOOL OF BUSINESS AND PUBIC ADMINSTRATION OF ADDIS ABABA UNIVERSITY IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF MASTER OF ADMINISTRATION ART IN BUSINESS ADMINISTRATION By DESALEGN AMLAKU GUGISSA GSR /1996/01 ADVISOR ATO TESHOME BEKELE June 2010 ADDIS ABABA UNIVERSITY SCHOOL OF BUSINESS AND PUBLIC ADMISTRATION MBAMBA- PROGRAM HUMAN RESOURCE DEVELOPMENT PRACTICES: ENHANCING EMPLOYEES’ SATISFACTION STU TUDY CORPORATION A CASE STUDY OF ETHIOPIAN ELECTRIC POWER CORPORATION (EEPCo) By Desalegn Amlaku Gugissa GSR/ 1996/01 Approved by the Board of Examiners: ______________________ ___________________ __________________ Advisor Signature Date ______________________ ___________________ __________________ Examiner Signature Date ______________________ ___________________ __________________ Examiner Signature Date Declaration I hereby declare that this project is my original work...
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...GCE Sociology Advanced GCE Unit G674: Exploring Social Inequality and Difference Mark Scheme for June 2012 Oxford Cambridge and RSA Examinations OCR (Oxford Cambridge and RSA) is a leading UK awarding body, providing a wide range of qualifications to meet the needs of candidates of all ages and abilities. OCR qualifications include AS/A Levels, Diplomas, GCSEs, OCR Nationals, Functional Skills, Key Skills, Entry Level qualifications, NVQs and vocational qualifications in areas such as IT, business, languages, teaching/training, administration and secretarial skills. It is also responsible for developing new specifications to meet national requirements and the needs of students and teachers. OCR is a not-for-profit organisation; any surplus made is invested back into the establishment to help towards the development of qualifications and support, which keep pace with the changing needs of today’s society. This mark scheme is published as an aid to teachers and students, to indicate the requirements of the examination. It shows the basis on which marks were awarded by examiners. It does not indicate the details of the discussions which took place at an examiners’ meeting before marking commenced. All examiners are instructed that alternative correct answers and unexpected approaches in candidates’ scripts must be given marks that fairly reflect the relevant knowledge and skills demonstrated. Mark schemes should be read in conjunction with the published question papers and the...
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...non-free charging multi-employment service or entity established or accredited persuant to Republic Act No. 8759 otherwise known as the PESO Act of 1999. To carryout full-employment and equality of employment opportunities for all, and for this purpose, to strengthen and expand the existing employment facilitation service machinery of the government particularly at the local levels there be established in all capital town of provinces, key cities, and other strategic areas a Public Employment Service Office, Hereinafter referred to as “PESO”, which shall be community based and maintained largely by Local Government Units (LGUs), Non Government Organizations (NGOs), Community Based Organizations (CBOs), Universities and Colleges, Technical and Vocational Institutions, as well as those institutionalized by virtue of legislative actions of local government units. The PESOs shall be linked to the regional offices of the department of Labor and Employment (DOLE) for coordination and technical supervision, and to the DOLE central office, to constitute the national employment service network. 2. Objectives of PESO According to Republic Act No. 8759, Objectives of the PESO are as follows (See “Laws Governing PESO Activities” 1. Of this Manual): 2.1 General Objectives Ensure the prompt, timely and efficient delivery of employment, service provision of information on the other DOLE programs. 2.2 Specific Objectives a) Provide a venue where people could explore simultaneously...
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...Unit code: SHR053-6 Personal and Professional Development Handbook (Oman) February 2014 © University of Bedfordshire 2014 Published by the University of Bedfordshire Business School Luton Campus, Vicarage Street, Luton LU1 3JU, United Kingdom Unit Handbook © University of Bedfordshire 2014 Contents Contents 2 Welcome 3 Learning resources at the University of Bedfordshire 3 1 Introduction to the unit 4 2 Overall aims of the unit 4 3 Overview of unit content 4 4 Prerequisite knowledge or skills 4 5 Learning outcomes of the unit in more detail 5 6 Programme of Workshops 6 7 Study resources for this unit 7 Recommended additional resources 7 Recommended journals and other periodicals 7 Recommended websites and online content 8 8 How to study this unit 8 9 Assessment 9 The Reflective Journal 9 Welcome Welcome to the Personal and Professional Development unit of the University of Bedfordshire MBA Programme. This handbook contains advice and information you will need to successfully complete your work on this unit. It should be read in conjunction with the overall Programme Handbook, which you should have already received. The handbook serves two main purposes: * It summarises the key concepts and provides you with a framework and a map for this unit. * It provides you with information about learning resources, infrastructure and virtual learning environments for studying the MBA at the University of Bedfordshire. If...
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...Unit 13: Unit code: QCF Level 3: Credit value: Recruitment and Selection in Business A/502/5434 BTEC National 10 Guided learning hours: 60 Aim and purpose The aim of this unit is to introduce learners to recruitment and the importance of ensuring that the best people are selected to work in organisations. Learners will study selection and recruitment techniques and will set up, and take part in, a selection interview. Unit introduction Recruiting the right people is the key to the success of many organisations. These organisations ensure that the processes and procedures involved in recruitment and selection meet their needs and are legal. In this unit, learners will develop an understanding of the impact of the regulatory framework on the recruitment process. Potential applicants may decide to apply for a post based on the quality of information that they receive. Details of the post will usually be the first communication they have with the organisation. It is important that the organisation makes a good first impression on potential applicants to ensure that they attract sufficient applicants of the right calibre. Learners will develop their knowledge of the types of documentation used in an interview process. A structured and planned selection procedure is crucial to the success of the selection process. The impression a business makes may determine an applicant’s decision to accept an offer of appointment. Staff conducting the interview will also be forming their impressions...
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...UNIVERSITY COUNSELING & CAREER OFFICE Research Digest Volume 1 │ Issue 1 │ April 2011 An Annual Publication of UCCO THE IMPACT OF THE ACADEMIC COMPETENCE EMPOWERMENT (ACE) PROGRAM ON THE ACADEMIC ADJUSTMENT OF FRESHMEN STUDENTS MERRIE CAROLYNE M. MATIAS, M.A., RGC ADARNA M. CIPRIANO, M.A., RGC, CCOP Guidance Counselor Institute of Arts and Sciences Guidance Counselor Institute of Tourism and Hospitality Management Freshmen year in college is a period of adjustment. While it offers opportunities that go well beyond the acquisition of an academic degree, it also brings pitfalls. A student’s first year of college, for instance, is critical not only for how much students learn but also for laying the foundation on which their subsequent academic success and persistence rest. Being cognizant to the complexities that a college life may bring, the University Counseling and Career Office of the Far Eastern University, in coordination with the various departments of the institutes, facilitates the implementation of the Academic Competence and Empowerment Program (ACE) to address the needs of its growing number of student-clients. It is composed of six (6) modules designed to assist freshman students in their adjustment to college life. The program aims to help the students acquire the necessary skills and competence that would enable freshmen to meet the demands of student life at the University. The Academic Competence and Empowerment...
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...The Education Act 2011 places schools under a duty to secure access to independent careers advice guidance for their year 9-11pupils. This duty has been extended to year 8-13 as of September 2013. Careers guidance secured under the new duty must be independent, include information on the full range of post 16 education or training options including apprenticeships and must promote the best interests of the pupil. The statutory guidance relates to the Inspirational Vision Statement 2013 published by the Minister of state and talks about schools and employers doing more together. Linking school and colleges with employers will help students to navigate their options and provide more joined up destination data. This will also give employers a voice in the classroom whilst hoping to inspire young people. The government wants all young people to be offered impartial advice, impartial as in no bias or favouritism towards a topic, that is up to date, easy to understand and accessible. These areas feature heavily in the employer training pilots currently being developed nationally and locally. IAG staff must be trained to a minimum NVQ Level 4 to practise and be independent as in external to the school. Staff must be able to identify the service users needs and signpost or refer to alternative practitioners or provisions as necessary regardless of their own opinion or preference. Local knowledge of employment and training issues is imperative in order to be able to offer a high...
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...References to third party material made in this specification are made in good faith. Edexcel does not endorse, approve or accept responsibility for the content of materials, which may be subject to change, or any opinions expressed therein. (Material may include textbooks, journals, magazines and other publications and websites.) Authorised by Jim Dobson Prepared by Dominic Sutton Publications Code BF017349 All the material in this publication is copyright © Edexcel Limited 2007 Essential principles for delivering a BTEC This specification contains the rules and regulations along with the units and associated guidance to enable centres to deliver a programme of learning for the Edexcel Level 2 BTEC First Certificate and Edexcel Level 2 BTEC First Diplomas in Sport. The qualification structures set out the permitted combination of units learners need to complete the qualification. Each unit sets out the intended outcomes along with the content and...
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...Work Experience Program Course Handbook Bakersfield College Updated: 11/15/2010 TABLE OF CONTENTS Welcome and General Information ............................................................ 3 Syllabus .................................................................................................... 4 How to Write an Objective ......................................................................... 6 Examples of Objectives ............................................................................. 7 Employer Guide to Assist with Objectives ................................................. 8 Course Summary Report Guidelines ......................................................... 9 Activity Requirements ................................................................................ 10 Approved Off-Campus Seminar/Activity List .............................................. 11 Employer/Supervisor Letter ........................................................... 12 Course Objectives Form ................................................................ 13 Off-Campus Seminar/Activity Prior Approval Form ........................ 14 Off-Campus Seminar/Activity Form ................................................ 15 Timesheet ...................................................................................... 16 Work Experience Program Survey ................................................. 17 Sample Cover Letter Format and Guidelines ..............................
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...House of Commons Health Committee Modernising Medical Careers Volume II Written evidence Ordered by The House of Commons to be printed 8 November 2007 HC 25-II, Session 2007-08 Published on 14 November 2007 by authority of the House of Commons London: The Stationery Office Limited £20.50 The Health Committee The Health Committee is appointed by the House of Commons to examine the expenditure, administration, and policy of the Department of Health and its associated bodies. Current membership Rt Hon Kevin Barron MP (Labour, Rother Valley) (Chairman) Charlotte Atkins MP (Labour, Staffordshire Moorlands) Mr Ronnie Campbell MP (Labour, Blyth Valley) Jim Dowd MP (Labour, Lewisham West) Sandra Gidley MP (Liberal Democrat, Romsey) Dr Doug Naysmith MP (Labour, Bristol North West) Mike Penning MP (Conservative, Hemel Hempstead) Mr Lee Scott MP (Conservative, Ilford North) Dr Howard Stoate MP (Labour, Dartford) Mr Robert Syms MP (Conservative, Poole) Dr Richard Taylor MP (Independent, Wyre Forest) Powers The Committee is one of the departmental select committees, the powers of which are set out in House of Commons Standing Orders, principally in SO No 152. These are available on the Internet via www.parliament.uk. Publications The Reports and evidence of the Committee are published by The Stationery Office by Order of the House. All publications of the Committee (including press notices) are on the Internet at www.parliament.uk/healthcom Committee staff The current staff...
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...scope of their duties and their responsibilities in the specific office or position they were appointed to. And they served at the pleasure of the king (or queen), meaning they could be dismissed by the monarch at any time. These traditions applied throughout the Royal Navy, including in ships stationed in Britain’s North American colonies. During the War for Independence, the Continental Navy maintained these traditions. And after the U.S. achieved its independence from Britain, both the Revenue Marine (starting in 1790) and Navy (beginning in 1798) carried them forward. Foreword CONTENTS i Overview 1 Application Format & Contents 9 Narrative Memo 13 CO’s Endorsement 21 Interview 31 Conclusion 41 Appendix A (Officer & Enlisted Careers) 43 49 OCS, CSPI, DCE, AVCAD APPLICATION PREPARATION HANDBOOK OCS, CSPI, DCE, AVCAD APPLICATION PREPARATION HANDBOOK FOREWORD president”. That means they can be dismissed at any time without any reason. These terms of service date back centuries, and are the source of the words we still use to describe the status of the people within the military hierarchy: “enlist”, “warrant”, and “commission”. Starting over 500 years ago, ranks in Britain’s Royal Navy paralleled the distinctions that existed in civilian society, when a rigid class system existed. As today, crews were made up of seamen (there were no...
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...Axiata Ltd.” that you have assigned to me as an important requirement of BUS-400 course. I have found the study to be quite interesting, beneficial & insightful. I have tried my level best to prepare an effective & creditable report. The report contains a detailed study on Recruitment and Selection process & a look at how it is done in the practical world. Here we have gathered information through different sources such as websites and actual interviews from my Supervisor of “Robi Axiata Ltd”. I also want to thank you for your support and patience for me and I appreciate the opportunity provided by you through assigning me to work in this thoughtful project. Yours sincerely, ________________ Upama Khayer (ID #07304103) Acknowledgement First of all, I would like to thank my Advisor Ms. Afsana Akhtar for her untiring guidance, help, effort, and suggestion. Really I am thankful to her. Without her direct guide this report couldn’t be possible. A very dynamic personality, Mr. Afsana constantly inspired us all the time to develop my career and share her knowledge with us. I shall remain ever grateful to Ms.Afsana for her extraordinary gesture and relentless effort. I am also thankful and acknowledged to my supervisor Mr. Khandaker Raihan Sayed, Specialist (HRD), Robi Axiata Ltd., without his direct help, suggestion, and assistance it was impossible for...
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...HUMAN RESOURCE DEVELOPMENT IN PUBLIC SERVICE Executive Summary “Maldives has a young civil service and high number of employees is employed at lower categories. These employees require technical skills in most of the policy implementing areas. However, as technical training opportunities are less in Maldives and to train employees abroad is expensive, there is a high demand for training and retraining for employees in Public Service.” Civil Service Commission’s Final Draft, Report and Strategy, 2010, pg14. In order to improve the effectiveness and the productivity of the civil service of the Maldives, it is important to do training needs analysis and cater effective training programs that can be given in the Maldives to increase their capability. The report is based on the Human Resource Development in public / civil service of the Maldives. The report outlines the analysis of training needs of the public service employees, planning and designing of training programs and their evaluations and a research on the role of UK government in Human Resource Development. In order to effectively complete this report, I have gathered information from various internet sites and the references of those sites have been shown under the heading Bibliography and References in page: 21. To complete task 1 and 2, I have interviewed civil service employees of different levels working in the AA. Atoll Hospital, AA. Atoll Education Centre, Secretariat of the North Ari Atoll and the Ministry...
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